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THE WELL-MANAGED ORGANIZATION IN THE YEAR 2010.
Term Paper ID:29955
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Essay Subject:
Contends that the major challenge of management of organizations in the future will be for the Human Resources professional to be able to handle both information workers & the information they create.... More...
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6 Pages / 1350 Words
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Paper Abstract:
Contends that the major challenge of management of organizations in the future will be for the Human Resources professional to be able to handle both information workers & the information they create. Historical function of personnel manager (human resources manager) as goods oriented.; responsibilities. The new skills needed for information services from workers & Human Resource managers; changing responsbilities & duties. Need for future Human Resource professionals to work toward the vision and goals of the organization.
Paper Introduction:
THE WELL-MANAGED ORGANIZATION IN THE YEAR 2010
Human Resources Skills Needed
Bolman and Deal (1997) devote their entire book, Reframing Organizations, to a discussion of this concept. Rather than predicting radical change, they see the reframing as coming in subtle variations. Life's daily challenges rarely arrive neatly categorized or clearly labeled. Instead, they flow over us in a murky and turbulent stream of experience. The art of reframing, and of leadership, uses knowledge and intuition to make sense of the flow and to find sensible and effective ways to channel the current in productive directions (Bolman & Deal, 1997, 355).
For proof of this concept, we can look at the history of a unique organization, the UNRWA (United Nations Relief and Works
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(1958). Workforce, 767:11. * Technological skills -- A thorough understanding of the power ofdatabase management will be essential. 35. (1997, July-Sept.). No longer will HR departments beable to function in the "Dark Ages and the ability to generate neededmanagerial reports on hours, job requirements, expenses and so on, must bemaintained so that all management levels have access to this information inreal time. .[leading to] the `virtual organization' - of an extremely looseweb of individuals, capital and technologies which may operate inamalgamation asthe ultimate flexible organizational form (Barnatt, 1997, 36). Explorations inrole analysis: Studies of the school superintendency role. D., & Rosenthal,R. Schell, M.S.; Marmer-Solomon, C. (1996, April), In the year 2 2 , will all CEOs be techno-nerds? Whenfounded in 1949, organizations were framed as hierarchical since most ofthe workers were semi-skilled (Barnatt, 1997). Perey, C. (1997. Themovement of organizations from one steady state to another may best becharacterized as a process in which organizations move from one situationof alignment to another (Bacharach, Bamberger, & Mundell, 1995, 22). What Must the Manager Know and Do to be Effective Politically? * Learn to manage both information and people who manage information-- This will require a flexible awareness of the concepts of virtualorganizational models wherein work units are networked to a lean andtechnologically alert and aware management core. 48:1-22. Schmidt, J. For proof of this concept, we can look at the history of a uniqueorganization, the UNRWA (United Nations Relief and Works Agency). In his view, marketing, sales, human resources,and R & D in a company would (and could) have different yet equal goals,differing "means and ends." The primary challenge in 2 1 will be for the HR professional to beable to reconcile pluralistic aims into a unified organizational visionbefore international business goals can actually be accomplished. This theory proposes thatmanagers has multiple obligations to multiple interest groups that include,but are not limited to, subordinates, superiors, fellow managers,stockholders and other financial stakeholders, and the local and globalcommunity (Gross, Mason, & McEachern, 1958; Kahn, Wolfe, Quinn, Snoek, &Rosenthal, 1964; Schell & Marmer-Solomon, 1997). The major challenge for the year 2 1 will be for the Human Resourcesprofessional to be able to handle with equal dexterity both the informationworkers and the information that they create. The Personnel manager was also responsible for hiring and firing, ormaking recommendations for such acts based on an employee's performancestandards. Barnatt (1997) argues that The desire for ever-increasing flexibilityin business operations remains as prominent as it did in the early- to mid-198 s. Rather than predictingradical change, they see the reframing as coming in subtle variations.Life's daily challenges rarely arrive neatly categorized or clearlylabeled. (1997), Reframing Organizations: Artistry,Choice and Leadership, San Francisco,Ca: Jossey-Bass. W. . Instead, the organization will looklike a star: the leader is a bargaining agent for the whole" (Perey, 1996,61). An essential element in the success of any business is determiningthe symbolic and philosophical underpinning of theorganization, a concept that, according to Kupfer (1998), denies theassumption that each organizational function has its own unique theory thatdrives its particular area. This flattening trend is expected to also have an impact on the2 th Century idea of managerial constituencies. Chief Executive, 61. This will involve giving up many current HR duties and outsourcingmany of those that are repetitive and therefore not profit-generating.This suggests that the role of the HR person will become more involved withoperating the department as a profit center, with the obligation ofproviding the type of work environment where tech and information workerswill feel compelled to stay.Bacharach and colleagues take the position that the primary challengefacing HR management will be managing the logic and consistency of actions. 1) Shared services: All together now, ThePresident, 32: 11. Gross, N., Mason. Virtual organization in the smallbusiness sector, International Small Business Journal, 15:4 36 Bolman, L.G.; Deal, T.E. Porter, M.E.(199 ). Kupfer, A. From this we can assume that the informed HR manager of the futurewill need to develop these skills. Psychologically, people will have to get usedto a dynamically mixed world: top down, bottom up, side to side (Perey,1996, 61). Successful organizations in2 2 will disperse control. Kahn, R. References Bacharach, S.B.; Bamberger,P.; Mundell, B. 52. Global culture:Who's the gatekeeper? New York: Wiley. Competitive Strategy of Nations. Instead, they flow over us in a murky and turbulent stream ofexperience. * Develop new language skills -- This is based on the assumptionthat some HR theories are couched in language that is unnecessarily vagueand complex (see overview Assignment II). Span-of-control concepts, where one person manages agroup of others, will become obsolete. (1995)Strategic and tactical logics of justification: Power and decision criteriain organizations. The art of reframing, and of leadership, uses knowledge andintuition to make sense of the flow and to find sensible and effective waysto channel the current in productive directions (Bolman & Deal, 1997, 355). If the"ends" (strategic goal) of the company is worldwide acceptance, then the"means" (symbolic tactics) must also embrace "International Unity." In this vein, a recent survey queried CEOs about their vision oftechnology's impact on the corporation of the future, particularly on therole of the CEO. The human resourcesskills needed during the larger part of the century consisted of record-keeping, compliance with regulations, in some cases Union-Managementliaising. The primary knowledge base will be based on the recognition andacceptance of the fact that technology will continue having the impact ofrealigning power. New York: TheFree Press. Barnatt, C. New York: Wiley. In some cases-training skills were involved. It issuggested that Barnatt's vision will still be informed in the organizationof 2 1 . A. What Elements of the Structural Frame Will Be Critical?It can be predicted that in 2 1 , the flattening of the traditionalhierarchical structures of global businesses will continue, as will thetrend to developing work teams. Human Relations. Nov.). M., Quinn, R. To function in a databaseenvironment, terms such as "expanded retention of control" would have to beanalyzed first for what it means, and second, for a clear, conciseparameter which can be implemented into database format. This work team concept will pose newchallenges to the HR manager since it will be essential to hire capableinformation professionals that will be able to work to a constantlychanging work description. Fortune. P., Snoek, J. (1964). Organizations [are] cognitively most coherent and structurally most stablewhen parties' logic of action are not inconsistent with one another. W. (1997, Feb. THE WELL-MANAGED ORGANIZATION IN THE YEAR 2 1 Human Resources Skills Needed Bolman and Deal (1997) devote their entire book, ReframingOrganizations, to a discussion of this concept. Management followed theedicts of upper management, and the efforts of the thousands of employeeswere guided in what was considered a one-way, top-down system of industrialmanagement.It is fitting that when there was a human resources function was included,it was usually referred to as Personnel. Such a system of businessorganization enabled companies to achieve economies of scale by massproducing vast quantities of standardized products. One said now, we work in a "command and-control" world,where some are in control, and others follow. (1988, Mar. Instead of the traditional hiring profile, forinstance, which consisted of research (when it occurred) of work attitudes,work history, and reliability, workers with specific skills were needed.Whereas typing had once been a major requirement for secretarial duties,for instance, now word-processing and computer skills were needed.By the end of the 2 th Century, a company's workers were considered acapital asset of a company, particularly its information workers, and theterm Personnel Department was almost universally referred to as HumanResources (Schell & Marmer-Solomon, 1997). S., & McEachern, A. 14) You may have to produce and sell worldwidejust to survive. L., Wolfe, D. Instead of anarchy, thissuggests a managerial challenge of pragmatically maximizing informationprocessing while maintaining corporate cohesiveness. In addition, the concept of creating clearly-defined job assignmentsand task components will be (while not passe) essential but with newelements. What Is Essential Symbolically? For with the elimination of hierarchicallevels, the need for decision-making ability is also greater. When the basic economy turned from a goods-oriented paradigm to aninformation services paradigm, there was an attempt at first to apply oldstandards to new needs. What Aspects of Teamwork, Organizational Development and Quality will be Important to the Success of the Organization and the Manager?In many ways, the HR manager of the future will be a Manager of HumanInformation Systems, whose primary obligation will encompass choosing thecomputer and networking equipment for the company, supervise the trainingof work station personnel, and managing data. Organizational stress: Studies in role conflict andambiguity.
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